Best Jobs for ADHD & Autism? The Real Answer Is Job FIT (AuDHD)

Summary

In this video, Brett the AuDHD Boss, who has both autism and ADHD, discusses how neurodivergent individuals can find fulfilling jobs that match their strengths. He emphasizes that there’s no one-size-fits-all answer, as everyone's needs, interests, and strengths differ. The video explores how aligning special interests and strengths with job environments can lead to success, and highlights the importance of clear communication in the workplace. Brett offers advice on how to navigate job interviews and create a supportive work environment that enables neurodivergent individuals to thrive.

Takeaways

• 😀 There is no 'perfect' job for everyone with ADHD or autism, as it’s about matching your unique strengths and interests with a suitable role.
• 😀 Neurodivergent individuals are not a monolith—each person with ADHD or autism has different preferences, skills, and challenges, so job recommendations should be personalized.
• 😀 Special interests are important in finding fulfilling work; however, monotropism (becoming an expert in a specific interest) can also lead to deep satisfaction in one's career.
• 😀 When starting or switching careers, focus on finding what you enjoy or are interested in, as this will help maintain engagement and prevent boredom in the workplace.
• 😀 To find the ideal job, it’s essential to identify entry points for roles based on your level of expertise and experience in areas of interest.
• 😀 Being introspective about what you need to be successful at work (e.g., workspace, communication style, or task structure) helps you align with a job that fits your needs.
• 😀 The question 'What do you need to be successful?' in job interviews is an opportunity to discuss your preferences and needs in a non-disclosing way to ensure a good work fit.
• 😀 Understanding the work environment and how it accommodates neurodivergent needs is crucial for determining if a job is a good fit. Be proactive in asking questions during interviews.
• 😀 Transparent communication about work preferences and task management can improve your chances of succeeding in a role, especially in a neurodivergent-friendly environment.
• 😀 Regular check-ins with managers or colleagues, based on clear communication, help avoid misunderstandings, ensure project progress, and maintain alignment on work expectations.

Q & A

What is the main theme of the video?

The video addresses the question of what the perfect job is for someone with neurodivergence, specifically ADHD and autism. The focus is on how individuals can match their neurodivergent strengths with their work environment and career paths.

What does the speaker mean by 'neurodivergent strengths'?

Neurodivergent strengths refer to the unique abilities, skills, and traits that individuals with ADHD or autism bring to the workplace. These strengths can vary greatly between individuals and can include things like hyperfocus, problem-solving skills, creativity, or attention to detail.

Why does the speaker believe there isn't one perfect job for neurodivergent individuals?

The speaker emphasizes that neurodivergent people are not a monolith, meaning that each person has different needs, preferences, and strengths. As a result, no single job can be universally ideal for everyone with ADHD or autism.

What is the difference between a special interest and a monotropism?

A special interest is something that an individual with ADHD or autism enjoys and is passionate about, while a monotropism is an extreme form of a special interest. A monotropism occurs when someone becomes an expert in their special interest, dedicating significant time and energy to it.

How can special interests guide someone to find an ideal job?

The speaker suggests that individuals explore career paths that align with their special interests or those that could potentially evolve into monotropisms. This alignment can make work more engaging and fulfilling, ensuring long-term success and job satisfaction.

What advice does the speaker give to those switching careers or looking for their first job?

The speaker advises individuals to identify their interests and determine entry points into roles or industries that align with those interests. This approach helps ensure that the job is engaging and matches their skills, even if it’s an entry-level position.

What should someone consider when assessing their experience for a new job?

It’s important to assess whether the skills and experience are relevant to the role. If the individual has only done the work privately or in a non-professional setting, they should be mindful of how to present and explain this experience during the job application process.

How can neurodivergent individuals communicate their needs during a job interview?

The speaker suggests answering the common interview question, 'What do you need to be successful in this role?' by describing specific things that help them perform well, such as needing quiet time, music, or a particular work environment. This can help ensure their needs are met without formally requesting accommodations.

What should someone do if a job interview doesn't respond favorably to their needs?

If an interviewer or manager doesn't respond positively to their needs or reacts with resistance, this could be a red flag. It may indicate that the work environment may not be supportive of their neurodivergent needs, and they might want to reconsider the opportunity.

How can understanding how success is measured help neurodivergent individuals in their role?

Knowing how success will be measured helps neurodivergent individuals align their focus and ensure they are on track. It also allows for better communication with managers and ensures that any misunderstandings or mistakes are addressed early on, preventing misaligned expectations.

What is the significance of transparent communication in the workplace for neurodivergent individuals?

Transparent communication is vital because it ensures that expectations are clear and that neurodivergent individuals feel supported. By discussing needs and providing clarity on how success is measured, both the individual and the manager can collaborate effectively, reducing misunderstandings and increasing productivity.